首页 > >德勤发布《HR技术2016:十大颠覆性趋势已然到来》报告

德勤发布《HR技术2016:十大颠覆性趋势已然到来》报告


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  德勤旗下Bersin by Deloitte日前发布了最新报告《HR技术2016:十大颠覆性趋势已然到来》,报告指出,10大HR相关的技术趋势将掀起一波在员工参与度上猛下功夫的浪潮,具体10大HR技术如下:


  1.定制化的HR技术是从员工角度出发的工具,而非HR工具。HR软件应用等设计的出发点是员工,要使得他们能够更加地乐于学习、更加有效地协作、分享、设定目标、确定职业发展方向以及对他人进行管理。

  

  2.移动APP是一种全新的HR平台。在未来一年中移动应用方面的突破很可能会包括员工参与度以及反馈系统。


  3.ERP服务供应商在人才管理方面拓展,ERP服务供应商不断地通过提供全面的人才管理技术等来帮助客户实现招聘、培训,同时还为客户提供一系列涵盖员工敬业度、工作与生活平衡及文化评估等方面的人才管理工具。


  4.云服务供应商重新定义了HR职能。第三次人才解决方案浪潮的涌入让基于移动端和云的产品更加方便和平价。这些供应商在薪酬、学习和员工敬业度领域产生了深远影响。


  5.反馈与文化管理等成为新的软件分类。诸多供应商开始将员工反馈、签到以及发展规划等整合起来。对于供应商的期待是能够有让会议等更加富有成效的反馈APP等。


  6.基于反馈的绩效与目标管理的重塑。由于很多企业通过评级等较为简单的方式来进行绩效评估,很多初创企业开始在这方面突破来填补绩效管理软件方面的缺口。


  7.经验学习的新途径:汇集来自全球各地的信息与内容。伴随着技能发展需求的增长,以及对于更具专业性的内容提供商以及平台的演变,培训市场处于持续发展与成长的阶段。对于企业而言寻找能够将各种内容进行整合的新的第三方企业将有助于形成综合的学习经验。


  8.一系列预测分析方面的供应商与解决方案涌现。一大批致力于通过数据分析确定员工是否萌生去意的服务供应商涌现。


  9.尽管云计算发展迅速,但是对于技术服务的需求依然高涨。虽然云计算能够一定程度上解决定制化、咨询、管理服务等方面的问题,但是实践表明拥有基于云的人力资源系统的企业在转型期依然面临各方面的挑战,企业需要算的则是那些能够提供较高水平服务、且定制化、符合企业文化的供应商。


  10.创新步伐加速,员工参与度依然是企业面临的最重要的问题。当人力资源软件市场趋势从许可证式软件到基于云端的系统,再到移动技术,激励员工需要采用简单、有趣的方式。企业对于HR技术的成功与否应该通过员工的参与度来进行评估。


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报告原文


  Deloitte releases HR Technology for 2016: 10 Big Disruptions on the Horizon


  Bersin by Deloitte recently released the “HR Technology for 2016: 10 Big Disruptions on the Horizon” , which reveals ten top disruptive HR technology-related trends highlight a wave of innovation focused on engaging employees. In addition to a focus on technology tools built primarily for engaging employees, disruptive trends include the following:


  1.Consumerized HR Technology: Think Employee Tools, Not HR Tools.Human resources software applications are becoming tools designed for employees first, enabling them to learn and collaborate, share feedback, set goals, steer their own careers and even manage other people more effectively.

  

  2.Mobile apps are a new HR platform. Breakthrough areas of mobile applications in the coming year will likely include engagement and feedback systems.


  3.ERP providers emerge in the expanding talent management segment. ERP vendors are now catching up as credible, effective providers of comprehensive talent management technologies to support recruiting, learning, and a range of people management tools including those for work-life balance, engagement and culture assessment.


  4.Built-for-the-cloud providers redefine HR functions. A new and disruptive“third wave” of talent solution providers is emerging with products that are consumer-like in ease of use, very inexpensive to buy, and built for mobile and the cloud. These providers are having a profound effect on several areas including payroll, learning technology, and employee engagement.


  5.Feedback and culture management emerge as new software categories. Several providers are bringing together the world of performance management with feedback, employee check-ins and development planning. One vendor is expected to release a feedback app that could make meetings and conference calls more useful and productive.


  6.Reinventing performance and goal management with feedback and check-ins. As many organizations do away with ratings and simplify their approaches to performance management, many startups are emerging to fill the gap left by performance management software that generally is behind user needs.


  7.Learning experience middleware strives to integrate content from everywhere. Fed by the growing need for skills development, the training marketplace continues to grow, with the evolution of expert-led and new content providers and platforms. Look for new middleware companies to bring all this content together into an integrated learning experience.


  8.Emergence of new predictive analytics vendors and solutions. A range of new vendors are emerging that offer everything from identifying employee flight risks to startups that can attach sensors on employees to help determine whether a new office layout is working or not.


  9.Demand for technology services continues, despite the growth of cloud computing. Despite the common fallacy that cloud computing will make customization, consulting and management services obsolete, our experience shows that organizations that buy new cloud-based HR systems experience challenges during the transition. These organizations should select vendors that deliver high levels of service, have open-programming interfaces, experience in the buyer’s particular industry, and fit the business culture.


  10.As pace of innovation accelerates, employee engagement is critical. As the market moves from licensed software to cloud-based systems to mobile technologies, this new wave is all about engaging employees in a simple, compelling way. Companies should evaluate the success of their HR technologies by their employees’ engagement with these systems.


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  HR技术2016  






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